At Astellas, 87 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 760 employee surveys, with a 90% confidence level and a margin of error of ± 2.54. It was published on Sep 12, 2016. 1475 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
94%
 
Our facilities contribute to a good working environment.
94%
 
I feel good about the ways we contribute to the community.
93%
 
I'm proud to tell others I work here.
91%
 
When I look at what we accomplish, I feel a sense of pride.
90%
 

What They Do

We asked Astellas to explain what they do. Here is what they had to say.

Astellas is a global pharmaceutical company focused on cardiology, oncology, urology, immunology, infectious disease and neuroscience – therapeutic areas with unmet medical need. We are committed to providing patients, customers, our community and employees with a bright future by Changing Tomorrow. 

About this Company

Website: www.astellas.us Industry: Biotechnology & Pharmaceuticals
US Headquarters: Northbrook, Illinois US Sites: 4
Major Locations: Santa Monica, California; Menlo Park, California; Marlborough, Massachusetts US Employees: 2,589
US Revenues: $3,788 million Worldwide Revenues: $12,148 million
Employees Worldwide: 17,217 Corporate Structure: Public
Stock Symbol: TSE 4503 Founded: 2005

Astellas has been awarded:

Best Workplaces for Giving Back 2017 (ranked 25)


Employees volunteering as a part of Changing Tomorrow Day 2015.

Perks and Programs

We asked Astellas to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Women in Action 2016: Women in Action 2016 connected women and teenage girls to inspire leadership and confidence, overcome challenges and succeed by making meaningful contributions. This cutting-edge conference drew more than 1,600 attendees that included female employees of Astellas Americas, teen guests, industry representatives and select Astellas male executives. The program featured transcendent female speakers, including Good Morning America’s Robin Roberts, female education activist Malala Yousafzai (via pre-recorded interview), the female face of sports entertainment Ronda Rousey and social psychologist Amy Cuddy, whose TED Talk is the second-highest viewed TED Talk of all time. Attendees participated in two 90-minute development sessions that included how women and teens can authentically bring their voice to a conversation and key skills that can help be more effective in managing crucial conversations.
  • Changing Tomorrow Day: Since 2009, Astellas employees have participated in an annual global service initiative called “Changing Tomorrow Day.” In honor of Astellas’ 10th anniversary in 2015, the Astellas Americas region multiplied its impact to the “Power of 10.” To do so, Astellas empowered its nearly 3,000 employees in the Americas and volunteered with a variety of local organizations across the region to provide meaningful support and collaboration to patients, the environment and the community. In addition to paid holidays and vacation, Astellas also provides up to five days paid time off to full-time employees to provide volunteer support to charitable organizations of their choice. Employees are also encouraged to take off Friday afternoons year-round, time which is often used to give back to their communities.
  • Employee Resource Groups: Astellas launched seven Employee Resource Groups (ERGs) in 2014 to introduce, coordinate, and support employees with shared interests, backgrounds and goals. Each ERG offers resources and advocacy for a core constituency within Astellas. Collectively, the ERGs have more than 1,300 members, have hosted more than 20 events for Astellas employees and have further committed Astellas to its goal of improving the company’s focus on diversity and inclusion.
  • StarLife: In 2014, Astellas launched StarLIFE Family Care Solutions to help employees address their daily child and pet care needs, planning for the future and strive for work life balance. This program covers three phases of need: planning, crisis intervention and ongoing care management. All of the StarLIFE services are accessible to employees 24 hours a day via the StarLIFE helpline, designed to provide assistance in times of need. Astellas employees have access to identity theft protection, a range of child and pet care related resources, college admission coaching, resources for caring for aging parents or parents-in-law and legal professionals for will preparation, powers of attorney and other legal needs.
  • i2i: Innovation to Impact: The Astellas Innovation-2-Impact (i2i) platform facilitates the exchange of ideas and best practices across brands and functions enabling Astellas to better meet changing customer needs, increase organizational effectiveness and recognize innovation & excellence. Each quarter, senior leadership reviews submissions falling into one of the following categories: 1) Innovation 2) Collaboration and 3) Impact before selecting the case studies to be shared. At the end of each year, all case studies presented are eligible for the coveted Innovation-2-Impact award. This platform started as a grassroots initiative and has grown to include the entire home office as well as various cross-functional liaisons. I2I enables cross-functional engagement, sharing of information, and recognizes the great work happening across Astellas.
  • The Big Opportunity: The Big Opportunity (TBO) is the beacon by which all Astellas Americas employees are empowered to take action on ideas to better serve our patients and/or maximize enterprise value through a “Leading Change” 8-step process. Employees can apply for the Astellas “Guiding Coalition (GC)” – an organized group of 35-40 employees that are selected annually (through a blinded process) to lead change based on their ideas in partnership with Senior Leadership. The GC is a complimentary operating structure that stays connected to the organizational traditional, hierarchy operating structure and enables the company to adapt to new opportunities that will help us reach The Big Opporunity.
  • Disaster Relief for Employees: In the face of a natural disaster, Astellas’ top priority is the health and safety of any effected colleagues and their families. While there is no official polity on disaster aid, Astellas will provide additional time off, temporary housing and funds for expenses until employees are able to receive assistance from their insurance companies. Please see the attached video titled, Emergency Response Program.

COMPENSATION BY THE NUMBERS

$67,000 Average salary and additional cash compensation for Project Coordinator $153,000 Average salary and additional cash compensation for Sales Representative
6% 401(k) match of employee's contribution, up to 6% of an employee's salary87% Company-paid health coverage for employees (This applies to all employees)
87% Company-paid health coverage for dependents (Applies to all employees' dependents) 87% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $5,000 College Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k)
  • Health insurance for retirees
  • Pre-tax savings account
  • Long-term care insurance to employees

PERKS TO MAKE LIFE EASIER

  • Free beverages during the day
  • On-site package/mailing service
  • Fitness classes
  • Banking
  • Subsidized public transportation
  • Subsidized lunch on a regular, daily basis
  • Discount ticket sales
  • Dry cleaning
  • Personal travel service
Stellar Women ERG members volunteered their time making fleece blankets benefiting Housing Opportunities for Women (HOW).

WORK-LIFE BALANCE BY THE NUMBERS

27 days Paid time off after one year of full-time employment 27 days Paid time off after one year of part-time employment
10 days Paid sick days after one year of full-time employment 10 days Paid sick days after one year of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (85% use it)
  • Job sharing (1% use it)
  • Telecommute option (75% use it)
  • Compressed work weeks (85% use it)

FAMILY CARE BY THE NUMBERS

72 days Job-protected maternity leave40 days Fully-paid maternity leave (does not include personal vacation or paid time off)
72 days Average length of maternity leave new mothers take20 days Job-protected paternity leave
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
$12,000 Adoption benefit20 days Job-protected parental leave for adoptive parents
10 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Elder care resources
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Blood pressure screening
  • Fitness center (only at headquarters)
  • Flu shots
  • Subsidized offsite gym memberships

Community Involvement & Philanthropy

40 hours Paid time off to volunteer $1,326,624 Philanthropic donations in last year
$52,000 Total company-matched employee donations in last year

Diversity

  • 'Senior Director, Human Resources, Diversity and Inclusion Officer' is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 5 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 
Stellar Women ERG members attend a networking session with Astellas Senior Leadership.

Demographics

 
Employees at the headquarters for the Americas in Northbrook, IL.

How to Get Hired

We asked Astellas for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

At Astellas, there is tremendous respect and value for diverse experiences, capabilities and talents.  Each person brings unique skillset which is valued and needed.  In order for Astellas to grow and deliver a better future for our patients, we need all employees to be their best selves today while continuing to grow, see change as an opportunity, take ownership and commit to results, and lead and perform with the highest level of ethics and integrity – all aspects of the Astellas Way. Candidates who can demonstrate the Astellas Way throughout the interview process demonstrate that they can not only succeed, but thrive at Astellas.

What can prospective employees do to get your attention?

Astellas employees achieve more when they are committed to their work with heart and mind.  Our passion and sense of purpose inspires bold performance.  We go beyond the expected and act with courage to create better outcomes.  We have an entrepreneurial spirit that ensures everything we do makes a direct and immediate impact on the lives of patients.  When it comes to exploring opportunities with Astellas, let us know how your passion and commitment can make a difference.  What matters most to you in your work and how have you made impact or gone beyond the expected? 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Throughout this next year, Astellas will continue to hire talented individuals across multiple disciplines in the areas of research, development, compliance, legal, finance, IT, commercial operations and field sales. 

What should interested candidates do to find out more and get started?

To find out more about the Astellas Way and discover opportunities for your career, please visit thecareers section on our company website at www.astellas.us/careers.

hiring Outlook

600 Job openings forecast for coming year -4% Job Growth
60 Average applicants per opening 42,000 Applications received
550 Positions filled in past year 19% New hires by employee referrals
125 New positions created 223 Jobs filled by current employees
7 New graduates hired 10% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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